How to prevent an executive from going off track?
Why do some leaders engage in self-destructive behaviors and stop listening? Why do leaders struggle to get the best out of their teams? Why do so many organizations operate almost militarily in controlling thought?
These questions may be familiar to you. And yet, with increasing pressure, and the right kind of pressure, you may feel yourself slipping into some of your own pitfalls! This awareness can arise from team feedback, a conversation with HR, a 360-degree evaluation, or even through resignations or disengagement of key team members.
Of course, there are excuses: pressure, clients, lack of time, lack of resources…
"Do you want to know a man? Give him great power." – Pittacus of Mytilene
A recent Bloomberg study indicates that 50–60% of executives fail in their missions. Some managers become blind to their weaknesses, or refuse to see them, and shift the blame for poor performance onto their teams, the crisis, the environment, or the competition.
As the saying goes, you get the team you deserve. Your chances of success increase by becoming the best possible leader! Delays in decision-making or inadequate conflict management are signs of derailment. Ironically, these are often your strengths! For example, you might retreat into micromanagement, become overly inflexible, withdraw, isolate yourself, or develop overconfidence. You stop taking the time to listen and understand others, becoming overly directive, or even despotic. One highly publicized case was Didier Lombard, CEO of France Télécom, during the wave of suicides at the company.
Clearly, preventing derailment isn’t easy. But solutions exist to correct course as soon as early warning signs appear. In transformational leadership, key focus areas include communication, planning, and recognizing others. These are essential skills leaders today must master to successfully transform their teams, without derailing! The cost to the company is high: resignations, burnout, disengagement, demotivation… Vigilance is essential.
"Life must be lived forward, but can only be understood backward." – Kierkegaard
Maintain authenticity and stay human. Be sensitive with your close team and the broader team. Avoid letting your team fall into a victim mentality; instead, help them remain supportive of you.
Burnout often stems from intrinsic fears in our personality, expressing a fear of loss of meaning. It’s therefore important to ask yourself: What do I want to pass on? What do I want to leave behind? And for my children? Also, reflect on your fear of isolation. According to Aristotle, humans are social animals. We are made to live with others.
Based on this observation, what steps are we taking to strengthen human relationships, with a capital H? This entire reflective process should lead us to rebuild or restore personal and professional relationships at the right level and pacify some of them. 360-degree, or even 720-degree evaluations, including family and friends, can help alert us when we are derailing. They also allow us to better understand ourselves and identify potential derailment factors in advance.
Derailment can often be avoided if detected early. At the first signs, implement close support. Tim Cook is an excellent example of a leader who did not derail. He inspires through his ability to manage teams and lead them to success. By succeeding the legendary Steve Jobs, he revitalized Apple and went beyond the shadow of his predecessor!
If you want to learn more about leadership and success communities, we invite you to subscribe to our YouTube channel. You can also ask us questions directly on X.